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Updated Jan 2023 - Chapter 1 - Introduction To Training and Develop

This document discusses key components of training and development. It defines learning, human capital, training, and development. Training facilitates learning job skills while development focuses on the future and includes formal education and experiences. Formal training involves company-organized programs, while informal learning is self-initiated without an instructor. The document also outlines the ADDIE model for designing effective training programs through analysis, design, development, implementation, and evaluation. Forces influencing work and learning include economic cycles, globalization, emphasis on human capital, business strategy alignment, workforce demographics, and new technologies.

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aBaDy 185
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74 views

Updated Jan 2023 - Chapter 1 - Introduction To Training and Develop

This document discusses key components of training and development. It defines learning, human capital, training, and development. Training facilitates learning job skills while development focuses on the future and includes formal education and experiences. Formal training involves company-organized programs, while informal learning is self-initiated without an instructor. The document also outlines the ADDIE model for designing effective training programs through analysis, design, development, implementation, and evaluation. Forces influencing work and learning include economic cycles, globalization, emphasis on human capital, business strategy alignment, workforce demographics, and new technologies.

Uploaded by

aBaDy 185
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Introduction to Training

and Development
CHAPTER ONE
Training and Development: Key
Components of Learning
Learning: Acquiring knowledge, skills, competencies, attitudes, or
behaviors
Human capital: Refers to:
◦ Knowledge (know what)
◦ Advanced skills (know how)
◦ System understanding and creativity (know why)
◦ Motivation to deliver high-quality products
◦ and services (care why)
Training and Development: Key
Components of Learning
Training: Facilitates learning job-related competencies, knowledge, skills or
behavior
Development
◦ Future focused
◦ Includes:
◦ Formal education, job experiences, relationship
◦ Assessments of personality, skills, and abilities

Formal training and development


◦ Programs, courses, and events that are developed and organized by the
company
Training and Development: Key
Components of Learning
AJYAL

Informal learning
◦ Learner initiated
◦ Occurs without a trainer or instructor
◦ Motivated by an intent to develop
◦ Does not occur in a formal learning setting
◦ Breadth, depth, and timing is controlled by the employee
Explicit knowledge
◦ Well documented, easily articulated, and easily transferred from person-to-
person We Help Companies Succeed and Build
◦ Primary focus of formal training and development Sustainable Value for their Businesses.
Recruitment-CircleLearning-Development-
CircleLarge-Circle-HR-Consulting-Circle
Training and Development: Key
Components of Learning
Tacit knowledge
◦ Personal knowledge based on individual experiences that is difficult to codify
◦ Result of informal learning
Knowledge management
◦ Process of enhancing company performance by designing and implementing:
◦ Tools, processes, systems, structures, and cultures to improve the creation, sharing, and use
of knowledge
Designing Effective Training
Training design process
◦ Systematic approach for developing training programs
◦ Based on the principles of Instructional System Design (ISD)
◦ ADDIE model- Analysis, design, development, implementation, and
evaluation
◦ Should be systematic yet flexible to adapt to business needs
Fig 1.2 – Training Design Process
3. Creating a Learning Environment
Learning Objectives
1. Conducting Needs
2. Ensuring Employees’ Meaningful Material
Assessment
Readiness for Training Practice
Organizational Analysis’
Attitudes and Motivation Feedback
Personal Analysis
Basic Skills Community of Learning
Task Analysis
Modeling
Program Administration

5. Developing an Evaluation Plan 4. Ensuring Transfer of Training


Identify Learning Outcomes Self-Management
Choose Evaluation Design Peer and Manger Support
Plan Cost-Benefit Analysis

6. Selecting Training Method 7. Monitoring and Evaluating the Program


Traditional Conduct Evaluation
E-Learning Make Changes to Improve the Program
Designing Effective Training
Flaws of the ISD model
◦ Step by-step approach is rarely followed in real life organizations
◦ Necessary requirement of trainers adds time and cost to developing a
training program
◦ Implies an end point: evaluation
◦ May lead to assumption that training is the best solution
Table 1.1 – Forces Influencing Working and Learning p.13
1. Economic cycles p.13 (the role of recession and boom, no need to know the percentages in the chapter)
2. Globalization p.14 the effect of globalization in general, offshoring: process of moving jobs from one country to other countries in the world
3. Increased value placed on intangible assets and human capital p.16-21: intellectual, social & customer capital (Table 1.2 p.17).
Implications: p18-21
- Focus on knowledge workers p18, - Employee engagement p19, - change & continuous learning p20
4. Focus on link to business strategy p.21 : the role of training & development as a means to support business strategy & plans
5. Changing demographics and diversity of the workforce p21-24: aging workforce, generation differences
6. Talent management p.25-29: attracting & retaining and developing highly skilled employees & managers
- skill requirement p27-28 - developing leadership p29

7. Customer service and quality emphasis p.29: focusing on customer-driven excellence, what they need, quality and other influences
8. New technology p.33-36: influence on training p33-34, flexibility p35-36
9. High-performance work systems p37-38
Talent Development Services
We work across sectors and with a wide range of professions to
support employee engagement, knowledge and skills building at
strategic and as well at operational levels. All our services are
Institution that provides tailored to meet the individual needs of the organizations and
training services in the individuals we train and support.
Oman As our client’s partner we identify business requirements for
Learning & Development, and support the design and
https://www.globnetllc. development of Learning and Development frameworks while
com/service/training-se providing advice on best practices and benchmarking against
rvices best in class organizations.
/ Our training needs analysis methods are designed to contribute
to the L&D (Learning and Development) strategy, architecture,
execution and learning which is needed to support your
business. We work with the best partners, academies and
institutions to support business in driving excellence across all
functions.
Snapshot of Training Practices
Who provides training
◦ Trainers, managers, in-house consultants, and employee experts
◦ Outsourcing: Training and development activities provided by
individuals outside the company

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